HR Compensation Analyst (Must Reside in Texas)

Randolph-Brooks Federal Credit Union•San Antonio, TX

2d•Hybrid

About The Position

The HR Compensation Analyst will be responsible for managing job descriptions, conducting FLSA reviews and providing pay grade recommendations. The Analyst will lead the credit union’s triennial job description project and work with various business units to evaluate new and existing job profiles and provide feedback. The vision for this role is to be self-sufficient in analyzing compensation trends, minimum wages and salary structures using industry knowledge, work experience and associated tools provided by the credit union. This position will support the HR Technology team in various aspects as assigned by the HR Technology and Compliance Manager. This position is for our ASC location , (main campus) located at: 1 Ikea-RBFCU Pkwy, Live Oak, TX 78233. The HR Compensation Analyst will have the ability to work a hybrid schedule after the successful completion of training. The training period can vary and will take place at the RBFCU Administrative Service Center – Live Oak, Texas.

Requirements

High School Diploma/ GED
Minimum of one year experience in compensation processes to include job description review, salary and market evaluations, compensation structures and benefit program reviews
Knowledge of compensation systems, preferably in Kenexa/IBM/Salary.com
Knowledge of HRIS systems, preferably Workday
Strong ability to gather, analyze and communicate the results of compensation analysis reviews
Strong attention to detail and critical thinking skills
Must be able to manage several projects at one time while remaining organized
Ability to work collaboratively with all areas of the organization
Proficient in Microsoft Office products to include Outlook, Excel and Word

Nice To Haves

Bachelor’s degree (Human Resources, Business Administration or related field)

Responsibilities

Work with the business units of the credit union (CU) to review new job descriptions (JDs) submitted to Human Resources (HR). This includes evaluating the business unit’s current structure of job profiles and descriptions, reviewing salary market data and partnering with Senior Staff to obtain appropriate approvals for final grading.
Utilize Kenexa/IBM/Salary.com to access the Compensation Analyst system and analyze the data for determining grading for new job profiles, and provide accurate responses to the business units, HR Management and Senior Staff.
In addition to grading approvals, the HR Compensation Analyst will conduct FLSA reviews and provide analysis of exemption statuses.
Coordinate and lead the triennial review of all the JDs, grades, ranges and compensation structure for the CU.
Work with HR Management on final analysis of project data, and partner with business units to ensure restructuring and cleaning up of inactivated job profiles is processed correctly.
Assess, analyze and provide reporting related to compensation agreements, benefit programs, compensation plans/incentives and other compensation programs throughout the CU.
Review and analyze additional compensation policies and plans to ensure the CU is providing the most current, cost-effective and competitive salaries.
Review and validate to ensure the HRIS system (Workday) reflects all active/current job profiles and grading on a periodic basis.
Review JDs to ensure each reflects the required information, to include physical requirements, and provide feedback to business units as needed.
Develop and document procedures related to the Compensation Analyst role to ensure business continuity and compliance standards are being met.
Assist HR Technology team on testing and implementation of system modifications and reports as assigned by the HR Technology and Compliance Manager.
All other duties as assigned (note: essential functions and responsibilities may change, or new ones may be assigned at any time with or without notice).